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Psychometric Tests | Demystifying the ‘What’ and ‘Why’

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When an upset customer is describing a problem, which action should be avoided?

a) Spending too much time listening to the customer’s description of the problem.

b) Gently asking the customer to calm down so that you can help.

c) Suggesting that the customer speak to the manager

d) Promising to follow up on problem resolution


Self reporting psychometric question

As candidates, we would have come across such questions in our recruitment process. As employers, we have force fit them somewhere in the recruitment, giving it a bloated name – ‘Psychometric Testing‘ although not clear enough as to what purpose Psychometric Tests serve. Sometimes we even wonder if we’re incorporating Psychometric Tests just because rest of the world is.

What is the all the fuzz and fad about psychometric tests? Are they of any significant value? 

What are Psychometric Tests?

Psychometric tests are partly designed to assess the cognitive skills – decision making skills, abstract thinking, problem solving skills, and primarily to understand innate behavioral traits of candidates. And that part of psychometric tests designed for assessing behavioral traits are called Personality Tests.

Psychometric tests

Types of Personality Testing Models

1. The NEO Personality Inventory well known as Big5 Psychometric Tests

The NEO Personality Inventory is most commonly used for pre-employment assessments as a part of recruitment.

They are based on 5 major traits:


Openness describes a person’s tendency to think in abstract, complex ways. High scorers tend to be creative, adventurous, and intellectual. High scores are more likely to enjoy creative jobs like design, copy writing, marketing. Low scorers tend to be practical, conventional, and focused on the concrete. Also low scorers are typically very dedicated to any work they do, and always make sure to see their tasks through to the end.

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